Complaint and Investigation Procedure a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee.
Complaint and Investigation Procedure. If any employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment complaint between the bargaining unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee’s supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint committee may, if he/she so wishes, have Union representation present during the interview. It is the intention of the Company and Union that, where practical, the joint investigation will begin within two (2) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint. In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint committee will be securely maintained in the offices of the Company and the Union. Upon the completion of the joint investigation, the Joint committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairperson. If the members of the Join...
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination, the employee may:
Complaint and Investigation Procedure a) If an employee believes that she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his Supervisor and/or the Union Representative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using the UNIFOR Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome and a full report of this attempted resolution will be communicated to the Employer’s Labour Relations Specialist.
Complaint and Investigation Procedure. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows:
Complaint and Investigation Procedure. The complaint and investigation procedure is not intended to be restrictive in any way. In addition to this procedure, bargaining unit employees have the right, at any time, to seek the assistance and/or involvement of a Union representative and to pursue existing grievance procedures. In the event that a grievance is filed, the grievance will start at a stage agreed to by the parties. This procedure is not intended to preclude any other existing recourse that may be available to an employee. The complaint process, once initiated, will be expedited as quickly as possible.
Complaint and Investigation Procedure a) If an employee believes that he/she has been sexually, violently, or racially harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident to the attention of his/her Supervisor and/or Union representative. If the employee’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee must submit his/her complaint in writing to the Joint Harassment Committee and identify the issues, allegations, and witnesses. The complainant will be offered a problem solving session prior to the launch of any investigation by the Joint Harassment Committee.
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may: Tell the person involved as soon as possible how you feel, and request that he/she stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the supervisor and/or union representative. In minor cases, not involving repeat incidents, the Home and union agree that the union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using Unifor Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company within ten (10) days of the initiation of the complaint. In serious cases and cases involving repeat incidents, the employee shall put her complaint in writing, within ten (10) working days of the incident(s) The Home and the Union will conduct separate investigations into the allegations. Upon completion of their separate investigations the parties will meet within ten (10) working days. After such meeting the parties will communicate their findings to all parties involved. If there is no resolution at this stage the complainant may take the issue up with a grievance, which will start at Step #2. Caressant Care and Unifor agree they will jointly implement a written process and policy to ensure joint responsibility under the Human Rights Code.
Complaint and Investigation Procedure. If an employee believes that has been sexually, violently, or racially harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident to the attention of Supervisor and/or Union representative. If the employee’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee must submit complaint in writing to the Joint Harassment Committee and identify the issues, allegations, and witnesses. The complainant will be offered a problem solving session prior to the launch of any investigation by the Joint Harassment Committee. The Joint Harassment Committee will be comprised of two (2) representatives selected by the Company and two (2) representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the Joint Committee will include at least one woman. These representatives m harassment and discrimination issues regarding A preliminary assessment will be completed by the Joint Harassment Committee to determine if there are prohibited grounds before an investigation is launched. The Joint Harassment Committee will conduct an investigation of the complaint. Investigations will be performed in a reasonable and efficient manner that does not impact operational need. Investigations will be jointly conducted by one representative from the Company and one (1) representative from the Union. The joint investigation will include interviews of the complainant, any employee or Supervisor accused in the complaint, witnesses and other persons named in the complaint, Any Union if so wishes, have interview. by the Joint Harassment Committee Union representative present during the It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed, whenever possible, within fifteen (15) calendar days after the lodging of the complaint. In conducting the joint investigation, both the Company and the Union shall maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendationsmade by the Joint Harassment Committee will be securely maintained in the of the Company and the Union. Upon completion of the joint investigation, the Joint Harassment Committee will complete a written report of its findings and recomm...
Complaint and Investigation Procedure. 1.0 The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows: Tell the harasser clearly that the offending behaviour is NOT welcome. Remind the harasser that the behaviour is contrary to policy. The employee should keep a written record of dates, times, witnesses and nature of behaviour. Often this is the simplest and most effective way to put an end to harassing and the Company encourages employees to take this action. However, victims of harassment are not obliged to confront the harasser and, if the harassee is unwilling or unable to do so, or if the misconduct continues after confrontation, the victim of harassment should report the offensive behaviour as outlined below.
